Competency Assessment Essay

3.4 Competency assessment
Competencies are defined as measures of job performance that include a person’s skills, knowledge and most importantly behaviors that enable him or her to perform assigned tasks and roles. It is also usually defined as the combination of knowledge, skills and attitudes that enable individual or groups of individuals to perform work to defined standards. Moerdyk, (2009), state that we may wonder how we get to know what competencies a person has achieved in each of these competencies. In essence, there are only two ways; firstly by direct observation, and then indirectly assessing whether the person knows what has to be done and is motivated to meet these requirements.
Direct observation involves watching a person in a work and/or social situation as well as examining outputs generated by specific situations. Indirect measures include discussions with the people affected by the particular task (clients, patients, etc) as well as with the person’s superior. Personality,
3.4 Assessment Centers
According to Moerdyk (2009), “assessment centre is a process for assessing a number of attributes and competencies using a broad range of assessment techniques in a multi-methods, multi-trait and multi-observer process”. Arnold (2005) as cited in Moerdyk

The requirements is that such measuring instrument should respect cultural diversity and make accurate predictions of members of different race, age, and language groups. Matsumoto (1994) defines culture as the collection of values, attitudes, traditions, behaviors and language that are specific to a particular group of individuals who purposely transmit those characteristics from one generation to the next. With respect to cross cultural testing, there are four main issues with which school psychologists should be